Your team is resistant to training changes. How can you address their concerns and ensure productivity?

This is a great example of when you have to lead from the front! My team will almost always buy into something if I show enthusiasm for it. On the contrary if I am hesitant they will bulk!

Part of great leadership is understanding the personalities and "language" of your team members. Understanding why the team is resistant is the first step. When people feel seen, hear, and valued, they are much more open to working with you. Change is often hard. Involve your team in the discussion. Guide the questions, give clear information in a way they can understand and embrace. If applicable, empower your team by creating small groups to implement the changes. Make it fun, engaging, and as short as possible! When you pull the team from their normal duties, make allowance for the lag time created. Minimize the pressure. Make it fun & engaging. Have a recognition program that pulls the teams together. Celebrate their success!

To address resistance to training changes, engage your team early by explaining the rationale behind the changes and how they align with organizational goals. Solicit their input to incorporate their perspectives, fostering ownership. Highlight the benefits of the new training methods, such as improved skills or efficiency gains, to show tangible advantages. Provide adequate support and training resources to ease the transition, ensuring everyone feels equipped and confident. Finally, monitor progress closely, gather feedback iteratively, and make adjustments as needed to maintain productivity and morale throughout the change process.

Ensure that your team has access to comprehensive resources such as manuals, tutorials, and help desks. These resources should be easy to understand and readily available. Make sure team leaders and supervisors are available to answer questions and provide guidance throughout the training process. This helps in resolving issues quickly and reducing uncertainty.

Offer Support Ensure your team feels supported throughout the transition. Provide resources, such as additional training materials, one-on-one coaching, or access to a help desk for questions. Use AI-driven learning platforms to offer personalized learning paths and track each team member’s progress, ensuring they receive the support they need to succeed.

It seems like everyone’s on the same general wave length on offering support. I would like to point out a limiting factor to support resources. Everyone suggests more resources. The availability is great, but a flow to help your team understand the fundamentals behind a change is essential to building up long term problem solving whether in an old or new environment. Mentorship is excellent, however don’t forget that as leaders we need to recognize the strain that adds to those whom adapt quickly. Introduce more than one approach to development and pivot your team as needed. Technology often impacts our more seasoned teammates more, and throwing videos and AI doesn’t help fortify our investment in their growth as it does others.

Being assesible to the team is a very important trait of a leader during changes. Your team member should be having the confidence to open up with out fear. We get valuable feedbacks which can help us in course corrections if it's really required. While providing support control the urge to give advice or solution immediately. "Listen to understand and not to respond "

One size does not fit all when it comes to training. Customize the training to fit different learning styles and job roles within your team. Some may prefer visual aids, while others learn better through hands-on experience. Additionally, breaking down the training into manageable segments can prevent information overload. Personalized training shows your team that you value their individual needs and are committed to their success.

Tailor Training Customize the training program to meet the specific needs and preferences of your team. Take into account their learning styles and professional backgrounds. AI tools can analyze learning data to recommend personalized training modules and adaptive learning experiences that cater to individual strengths and weaknesses.

Encourage Feedback Create an open environment where team members feel comfortable sharing their thoughts on the training process. Regularly solicit their feedback and use it to make adjustments to the training program. AI tools can help gather and analyze feedback, providing actionable insights to improve the training experience.

Resistance is usually rooted in fear and mistrust. I always start any change process by soliciting feedback from the doers of the work and really understanding their perspectives, what they value about the current process and what is cumbersome. Include them in creating the content of the changes in training so that they can feel assured that what they valued will not be lost and what they found cumbersome will be made easier.

When I was a leader in the Air Force and a new person moved to our clinic and was under my supervision, one of the first things I said was: "You are new here so your eyes are fresh. You may see processes that could be done more efficiently or have a way of doing something at your old base that you think we could benefit from here! Let's talk about your thoughts!". I always encouraged an open door policy and wanted to know how to do things best not only for our patients, but also for those I worked with.

Build a real culture of feedback, and not only from mgt to collaborators. Feedback must be timely, consistent and constructive. It helps to build trust also between the mgt and the collaborators. Be sincere and always care when you deliver it, and everything will go well, no doubts :-) You will learn and grow at the same time.

O feedback deve ser trabalhado dia a dia dentro das empresas entre os gestores e seus liderados para uma abertura de clareza do caminho a ser desenvolvido na busca dos resultados profissionais e pessoais. Pois esse caminho deve ser aberto para ambos e assim de forma estratégica buscar a melhoria no desenvolvimento.

Monitor Progress Keep track of the team’s progress and provide regular updates on their achievements. Celebrate milestones and acknowledge individual and collective efforts. Use AI analytics to monitor performance metrics and identify areas where additional support might be needed to ensure everyone stays on track.

Um exemplo que já vivi foi a adição de um novo serviços em nossa cesta completa , fizemos o acompanhamento semanal pautado em uma avaliação , onde abordávamos os pontos e oportunidades de entrega do serviços para assim alcançarmos a eficiência desejável pela companhia

nel mondo HR si considera giustamente da sempre l'importanza del monitoraggio per valutare nel tempo il ritorno delle azioni formative intraprese: quanti riescono davvero a farlo? nella mia esperienza è possibile ma difficile. Ci si perde nel day by day

Es ist wichtig den Fortschritt zu messen, mindestens gleichwertig ist die Anerkennung denjenigen zu geben die im Lernprozess Fortschritte gemacht haben. Feedback zu Ablauf der Trainingsmaßnahme hilft diese zu optimieren und für spätere Maßnahmen zu verbessern.

Address resistance by actively listening to their concerns. Ask open-ended questions to understand the "why" behind the pushback (e.g., "What aspects of the new training feel overwhelming?"). Focus on the benefits (increased efficiency!) and tailor the training to their needs. Example: If travel is a concern, offer remote options. By addressing concerns and making the training relevant, you'll build buy-in and boost productivity.

trova un modo per far vedere al team il vantaggio dell'azione che stai portando avanti; se il team vede il vantaggio per sè, per facilitare il proprio lavoro, sarà meno critico e più propenso ad accettare

addressing resistance to training changes requires open communication, clarity, support, and leadership from the top. By listening to team members' concerns, providing rationale for the changes, offering support and resources, and leading by example, leaders can successfully navigate the transition to new training methods and ensure productivity within the team. Ultimately, embracing changes and adapting to new ways of working can lead to improved performance and success for the team as a whole.

Absolutely agree with this article! Ten years ago, I was a staff member where a trainer “came in” from another location to discuss a new electronic medical records software. The training started at 2pm and ran 2 hours. At the closing, our team was notified that the new EMR would start with the night shift starting one hour later. There was no room for discussion. No one was available during the night as a resource. No one followed up later for feedback. Needless to say, it was a great lesson in how NOT to get buy-in.